What Business Issues Does Coaching Address?
Organizations say: Retaining high-quality people is an ongoing issue in our company, and each person we lose is costing us thousands of dollars. How can we reduce our turnover? Studies prove that the number one reason people stay with or leave organizations is the quality of the relationships they have with their boss. Situational Leadership® II (SLII®) and coaching lay the foundation for improving the relationship between managers and the people they support and depend on. Coaching recognizes the importance of clear agreements in all interactions. The Senior Coach builds on this training by providing a context and a safe environment for a manager to discuss the specific challenges and opportunities that working with the employee presents.
Leadership Bench Strength
Organizations ask: How do I develop strong, self-reliant leadership bench strength for the future? Coaching provides a process for helping leaders deliver on their best intentions. Coaching creates an environment in which leaders can discuss and practice new skills and behaviors. Coaching assists leaders in understanding how to leverage their unique gifts and gives them a forum in which to practice. Coaching causes leaders to mature, moving past problem solving to increasing their ability to manage paradoxical situations. HR professionals learn to apply coaching concepts to short-term problem solving and long-term professional development.
Organizations are concerned: How do I instill a sense of passion and accountability, and have my people generate consistent and outstanding results? Coaching breeds passion and accountability: passion because the more people are recognized for their true talents, the more confident, committed, and competent they become; accountability because coaching asks people what stake they hold in the success or failure of any given project or task that requires their contribution. Our business coaching can move beyond Situational Leadership® II (SLII®) and other Blanchard programs, as appropriate, to help leaders focus on other development issues and find additional productivity enhancement opportunities.
Organizations seek answers: How do I get everyone working toward the same corporate goal when they often have diverse personal styles and goals? Coaching, especially when combined with Situational Leadership® II (SLII®) and Impact Maps, helps people understand how personal success is linked to organizational success. Coaching compels people to focus on purposeful action, but only because they understand who they are, where they are going, and how their contribution impacts the company.
Organizations want to know: How do I get people communicating effectively and productively about goals and expectations? Once a manager learns and begins to use Situational Leadership® II (SLII®), a coach supports that manager on the communication and productivity issues that arise. Coaching is a means of gaining clarity and focus on organizational objectives as they relate to the manager being coached and taking action (moving forward). Coaching supports and encourages healthy communication in all relationships. The specific communication skills that are addressed are listening to learn, asking questions to gain clarity and resolve ambiguity, testing for truth rather than making assumptions, and endorsing others for a job well done.
Organizations ask: How does coaching affect morale? Coaching provides a safe place where individuals can talk about their challenges and opportunities in a confidential environment. Especially during times of change, coaching allows individuals to openly share their concerns and gain a different, objective perspective to bring back into the workplace. Often just having a safe, objective person to listen to concerns helps people feel better and thus raises morale.